Wie können Sie Talentbewertungen und Feedbackgespräche effektiv durchführen?

Choosing the right assessment method hinges on your objectives and the specific competencies you're evaluating. Start by defining clear goals for the assessment: Are you looking to identify leadership potential, assess technical skills, or understand team dynamics? For a nuanced approach, consider a blend of methods. For example, a tech company might use 360-degree feedback to gauge leadership and teamwork qualities, alongside technical assessments to evaluate specific skills. This combination provides a holistic view of an employee's performance and potential. Remember, the key is to ensure the methods align with your goals and provide actionable insights, allowing for targeted development plans and meaningful feedback sessions.

In my experience, you need to ensure that you are using multiple assessment exercises and tools like psychometric tests, also you need to make sure that your assessors are well trained and experienced. For the feedback session the most important thing in my opinion is to prepare evidence for every behavior or score in your assessment report, also showing genuine interest and empathy while delivering the feedback, focus on what to do in the future to develop the performance, set clear action plan that clearly identify the employee role and the organization role.

A depender da necessidade e situação, eu gosto de utilizar esses dois modelos de feedback. Modelo de Situação-Comportamento-Impacto (SCI): Este modelo é usado principalmente para fornecer feedback específico sobre um comportamento ou desempenho observado. Começa descrevendo a situação em que o comportamento ocorreu, detalhando o comportamento específico observado e, em seguida, discutindo o impacto desse comportamento nas pessoas envolvidas ou na situação como um todo. Feedback 360º: O termo "360" refere-se à ideia de que o feedback vem de todas as direções, fornecendo uma visão completa e abrangente do desempenho de um colaborador.

To conduct effective talent assessments and feedback sessions, employ a multifaceted approach. Combine performance reviews, 360-degree feedback, and behavioral interviews to gather comprehensive data. During feedback sessions, focus on specific actions and behaviors, using concrete examples. Avoid generalizations and provide actionable recommendations for improvement. Maintain a positive and supportive atmosphere, highlighting the employee's strengths while addressing areas for growth.

I come across these assessments methods used in talent management: 1. Cognitive Ability Tests 2. Evaluate personality traits 3. Skill Assessments 4. Behavioral Interviews 5. Evaluate candidates' ability 6. Situational Judgment Tests 7. Leadership Assessments: Evaluate leadership potential 8. Group Discussions 9. Case Studies 10. Psychometric Tests and emotional intelligence. 11. Combine multiple assessment methods 12. 360-Degree Feedback 13. Talent Reviews: Assess employees' performance, potential, and career aspirations. 14. Succession Planning: Identify and develop high-potential employees for future leadership roles. 15. Career Development Planning These methods can be used to identify the best talents strategically.

In preparation for the feedback session, it's crucial to establish a conducive environment that fosters open communication and trust. Outline the agenda, gather relevant data, and anticipate potential reactions or questions from the employee. Equally important is ensuring the employee feels comfortable and informed about the purpose and format of the session, promoting transparency and constructive dialogue.

'Fail to prepare, prepare to fail'. Preparation is so important to establish the key goals you intend to get out of the discussion. Gain transparent feedback, then define clear action points how you will respond to such criticism. Remind employees the agenda of the feedback session and HOW you will value feedback ✍️

Human resource management can be defined as identifying, selecting, recruiting and training human resources in order to achieve the goals of the organization, and it is worth mentioning that in Iranian organizations, the topic of human resource development has been considered in various formats such as talent management. Also, it has been proven in the experiences of top companies in the world that talent management belongs to all human resource development processes and it should be institutionalized as an ongoing system in each human resource development process.

In my Experience, is key that as Leaders we prepare to have a feedback conversation with any member of the team. Some Leaders, Think that is not necessary and they improvise. However, this is also detected by the team member that receive the feedback and have a negative impact in their engament and motivation, making them feeling less value. Additionally to that, is we do not come prepare you are not going to be able to have a Example to support your constructive feedback and connect with your employee.

Feedback- it's a two-way process. The 'giver' listens, so does the 'receiver'. Acknowledge the strength the 'receiver' has demonstrated by becoming ready to receive feedback. It is good to go slow building each aspect piece-by-piece so that the acceptance gradually seeps in. Coach presence in this scenario could be the game changer and empathetic listening is a crucial tool to ensure what is shared is received in the right perspective and in alignment with the purpose of client. Respect the space and need of the client, even if it means more time to work-upon and meet-up again with the action plan.

Para fornecer um feedback eficaz, é importante seguir uma abordagem estruturada, independente de qual seja ela, na minha experiência utilizo o modelo de Situação-Comportamento-Impacto (SCI). Esse modelo começa descrevendo a situação em que o comportamento ocorreu, detalha o comportamento específico observado e, em seguida, discute o impacto desse comportamento nas pessoas envolvidas ou na situação como um todo. Essa abordagem ajuda os colaboradores a entenderem melhor como seu comportamento é percebido pelos outros e o impacto que ele tem no ambiente de trabalho, facilitando assim o desenvolvimento pessoal e profissional.

Make sure feedback is clear, constructive, and actionable. Create a comfortable private space to encourage dialogue. Use specific examples to illustrate points. Focus on behaviors and outcomes rather than personal attributes. Balance positive feedback with areas for improvement to maintain motivation and engagement. Encourage self-assessment and active participation to foster a collaborative atmosphere. Provide clear, actionable steps for development and offer ongoing support. Follow up regularly to track progress and adjust goals as needed.

In my opinion, each Leader need to have their own style giving effective feedback so this will assure that is authentic. However, it is important to highlight that this also needed to be aligned to the Feeback Culture of the company to respect the Leadership Framework. What I can share with you is that is important to Build trust and connection with our teams members not only in a formal feeback but also in daily work routine so this will come naturally in the team ways of working.

Feedback is ineffective in absence of an action plan. it is imperative to have an action plan mutually agreed upon. Collaborate with the employee to establish achievable goals and milestones based on the feedback discussed and agreed during the discussion, It is also imperative to include development/learning goals (discussed during feedback) Ensure that the action plan is specific, measurable, attainable, relevant, and time-bound (SMART). It is equally significant to agree on - measurement of goals, progress and outcomes of the action plan.

Para criar um plano de ação eficaz com base no feedback usando o modelo SCI, é essencial começar identificando claramente as áreas de melhoria. Em seguida, estabeleça metas específicas e mensuráveis para cada uma dessas áreas, garantindo que sejam desafiadoras o suficiente para promover o crescimento, mas alcançáveis. Com metas estabelecidas, identifique as ações concretas que precisam ser tomadas para alcançá-las, atribuindo responsabilidades claras e estabelecendo prazos para cada etapa do processo. Ao monitorar de perto o progresso e estar aberto a ajustes conforme necessário, você cria um ambiente propício para o desenvolvimento contínuo dos colaboradores, capacitando-os a alcançar seu pleno potencial profissional.

Succession management is one of the most important tools used by leading organizations in discovering and promoting human talents. Therefore, from this point of view, talent management is a system for identifying, hiring, nurturing, promoting and maintaining talented people with the aim of optimizing the organization's power in order to achieve business results.

Absolutely, concluding the feedback session with a clear action plan is crucial. Collaborate with the employee to establish achievable goals and milestones based on the feedback discussed. Ensure that the action plan is specific, measurable, attainable, relevant, and time-bound (SMART). Additionally, allocate resources and support as needed to facilitate the employee's progress. Regularly revisit and adjust the action plan as circumstances evolve, fostering continuous improvement and development.

Many strategies fail or become #obsolete prematurely, often resulting in an inability to make a significant #impact. This may be owing to absence of a rigorous and time bound follow up, as important it is to focus on the plan, method feedback etc it is equally significant to foster mechanism for providing 'ongoing support' TM strategy is not a 'one time activity, it is equally crucial to assess the progress, celebrate achievements, communicate gaps , strategise again (if the need be), in order to meet the purpose of staying aligned and relevant to the context and may terminate at the right time

Para acompanhar e fornecer suporte contínuo ao plano de ação, é crucial estabelecer um sistema de monitoramento regular do progresso e das realizações dos colaboradores. Isso pode ser feito através de reuniões periódicas de acompanhamento, onde o progresso em relação às metas e ações definidas é revisado, os desafios são discutidos e são oferecidos recursos adicionais, se necessário. Além disso, é importante estar disponível para fornecer orientação e suporte sempre que os colaboradores precisarem. Mantenha um canal aberto de comunicação para que os colaboradores se sintam à vontade para compartilhar seus progressos, desafios e necessidades, garantindo assim que recebam o apoio necessário para alcançar suas metas e objetivos.

Consistently follow up with the employee to monitor progress, offer support, and provide additional guidance as needed. Encourage open communication channels where employees feel empowered to seek clarification or assistance. Recognize and celebrate achievements along the way to maintain motivation and engagement. By fostering a culture of continuous support and development, you create an environment where talent can thrive and grow.

The increasing demand of employers to attract skilled workers on the one hand and the desire of employees to take over valuable jobs on the other hand, has caused a battle to form that we should call the talent war. In this battle, successful organizations try to attract and maintain talents that are necessary for their survival by applying appropriate procedures, programs and strategies. For this purpose, organizations must know what needs they are facing now and in the future so that they can identify the potential and actual talents from among the employees, or in other words, be able to manage the talents.

Researches show that 51 % of human resource professionals do not know succession and talent search activities well and only 21% of them implement this program officially.

Give "shadowing and reverse shadowing" a shot. Let employees hang out and watch each other work. It helps everyone understand what their teammates actually do and builds some empathy. When a senior person shadows a junior, they can see strengths and areas to improve that regular assessments might miss. This breaks down barriers, makes the team tighter, and makes feedback more real and useful. It’s a simple way to make assessments and feedback sessions actually make a difference.

I ensure a clear framework is in place, outlining the criteria and metrics being assessed. Prior to any session, I prepare by gathering all relevant data and examples. Setting a comfortable environment is key, so I choose a private setting and allocate uninterrupted time. I start with positives, highlighting strengths before delving into areas needing improvement. It's crucial to be specific, avoiding vagueness. I ask open-ended questions, encouraging discussion. I also actively listen, ensuring I capture their viewpoints. Finally, I end by co-creating an action plan for growth, setting clear expectations and milestones. This structured yet empathetic approach ensures the assessment is constructive and paves the way for tangible development

In addition to the structured feedback sessions, fostering a culture of ongoing feedback and dialogue can significantly enhance talent development. Encourage regular check-ins between managers and employees to discuss progress, challenges, and goals. Emphasize the importance of two-way communication, where both parties can provide input and insights. By integrating feedback into everyday interactions, you create a dynamic environment that promotes continuous learning and improvement.